A reliable and regularly updated suite of employment law guides for HR professionals with responsibilities for staff in countries outside the US.
This tool will ensure you:
- Understand employee rights in key areas including minimum wage rates, maternity leave and compensation on termination.
- Recognize the role of collective rights and bargaining in the relevant country.
Learn more
Global Employer
The Guide for Global Employers provides an overview of the main issues facing employers with staff in more than one country, while the individual country guides provide employment law guidance at national level.
Global Resources
Our EU pay transparency table tracks the implementation of the EU Pay Transparency Directive as member states adopt national legislation to meet its requirements. Our other comparative tables compare the statutory rules on a specific topic across different countries:
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New and Updated
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The Croatian Ministry of Labour, Pension System, Family and Social Policy has published a job evaluation methodology. The methodology aims to support the objective and gender-neutral assessment of jobs and includes guidance, FAQs and practical tools tailored to small, medium-sized and large employers. As of yet, the government has not published a draft Bill to transpose the Directive into national law.
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A new section has been added to outline Germany’s legal framework, including the main sources of employment law. It also clarifies the scope of the country guide.
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New proposed legislation on the implementation of the EU Pay Transparency Directive would introduce pay-transparency obligations, while proposed amendments to the Foreigners’ Law and the single-permit framework would change immigration and mobility processes.
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Draft pay transparency legislation would prohibit salary-history questions, the youth “Return-to-Work” incentive has closed to new applicants, and further amendments to the Foreigners’ Law and single-permit framework have been promulgated but are not yet in force.
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Portugal has published draft legislation to partially transpose the EU Pay Transparency Directive, proposing new pay-information rights, salary-history restrictions, pay-transparency obligations and gender pay-gap reporting requirements.
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Public business-sector companies and listed companies must prepare, publish and submit annual equality plans, although there is no general obligation for private-sector employers to adopt an equality plan solely because they employ 50 or more employees.
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From 2 September 2026, Malaysian employees who previously opted out of the non-employment accident injury scheme may opt back into the scheme.
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On 2 September 2026, the Senate’s Constitution and Justice Committee approved a constitutional amendment on working hours that would reduce the standard working week from 44 to 40 hours and establish two paid weekly rest days without reducing salary.
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Proposed new pay transparency requirements, including greater transparency in recruitment and pay, employee pay-information rights and gender pay-gap reporting, would take effect from 1 January 2027 subject to parliamentary approval, while a separate change suspends the two-year time limit for equality claims during an Equality Ombudsman-led conciliation procedure.
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From autumn 2026, it is expected that parenthood and family care obligations will be prohibited grounds for employment discrimination, user enterprises may be liable for related discrimination against agency workers, and employers must give written reasons for ending or not renewing a fixed-term contract where the employee has notified them of pregnancy, childbirth or family leave, or has taken such leave.
